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This study aims to determine how the influence of influence and work discipline on the performance of employees at PT. Markasia Communications. PT. Markasia Communication is a full services marketing communication founded in 2008 with a company that has a proven track record of delivering the best results to its clients. PT services Markasia Communication consists of events, designs, and multimedia presented in a creative, unique and integrated approach to meet client needs. This research focuses on employees. PT. Markasia Communication located in South Jakarta. A company in achieving good performance and employee discipline to always be orderly, one of which can be influenced by compensation. This research method uses a quantitative. The sampling technique used was saturated sampling technique. Data collection techniques in this study used observation and questionnaire techniques. The data obtained from the questionnaire with the number of respondents as many as 35 employees. The research obtained is based on the simultaneous test (F) that the variables of pressure and work discipline simultaneously have a significant effect on employee performance, where the calculated F value is greater than F table (45.050 > 3.290 , with a significance value smaller than the significance level (0.00 Based on the t test for the coercion and work discipline variables, it has a significant positive effect on the acquisition of a positive beta value of  0.375 and a significance value of 0.006 which is less than 0.05 (0.005 < 0.05), and the t test results for the work discipline variable obtain a positive beta value of 0.553 and a significance value of 0.000 is less than 0.05 (0.000 <0.05).    

This research was related to the influence of organizational culture and compensation on employee performance PT. Armada Financial Magelang with job satisfaction as an intervening variable. The purpose of this study was to: determine the influence of organizational culture on job satisfaction partially. Knowing the influence of compensation on job satisfaction partially determine the influence of organizational culture and job satisfaction on organizational commitment simultaneously, knowing the influence of organizational culture on employee performance partially determine the effect of job satisfaction on employee performance partially determine the influence of organizational culture and job satisfaction the performance of employees simultaneously, and knowing where greater direct influence organizational culture and job satisfaction on employee performance PT Mega Finance Mojokerto with indirect and direct influence of organizational culture and job satisfaction on employee performance PT Mega Finance Mojokerto through organizational commitment. Respondents in this study were 58 employees of PT Mega Finance Mojokerto. Data collection methods used are questionnaires and in analyzing the data using path analysis. The results of this study indicated that there was partial significant effect of organizational culture on job satisfaction, there was partial significant effect of compensation on job satisfaction, there was significant effect of organizational culture and compensation on job satisfaction simultaneously, there was partial significant effect of organizational culture on employee performance, there was partial significant effect of job satisfaction on employee performance, there was partial significant effect of organizational culture and job satisfaction on employee performance simultaneously, there was partial significant effect of job satisfaction to employee performance. Then simultaneously significant effect of job satisfaction to employee performance. In addition, the indirect influence of organizational culture on employee performance through job satisfaction PT Mega Finance Mojokerto greater than the direct influence of organizational culture on employee performance. Indirectly influence compensation on employee performance through job satisfaction PT Mega Finance Mojokerto greater than the direct effect of compensation on employee performance.

This study aims to determine and analyze the influence of work motivation factors consisting of compensation, promotion and work environment on employee performance at the Banjar City Transportation Agency. The formulation of the problem posed in this study is as follows: 1. How does compensation affect employee performance? 2. How does promotion affect employee performance? 3. How does the work environment affect employee performance? 4. How does the effect of compensation, promotion and work environment simultaneously on the performance of employees at the Banjar City Transportation Service? The method used in this study uses quantitative methods. Data collection techniques through questionnaires, literature, and documentation. With a research sample of 56 employees and data analysis used through statistical tests of correlation and multiple regression using SPSS version 26.00 for windows. The research results show: 1). Compensation tends to be good and employee performance is high, so that compensation has a positive and significant effect on employee performance. This means that the better the compensation, the better the performance of employees at the Banjar City Transportation Service. 2). Promotion tends to be good and employee performance is high, so promotion has a positive and significant effect on employee performance. This means that the better the promotion, the better the performance of employees at the Banjar City Transportation Service. 3). The work environment tends to be good and employee performance is high, so that the work environment has a positive and significant effect on employee performance. This means that the better the work environment, the better the performance of employees at the Banjar City Transportation Service 4). Compensation, promotion and work environment tend to be good and employee performance is high, so compensation, promotion and work environment have a positive and significant effect on employee performance. This means that the better the compensation, promotion and work environment, the better the performance of employees at the Banjar City Transportation Service   Keywords: Compensation, Promotion, Work Environment, Employee Performance

This study aims to determine civil liability related to default in article 7 letter f of law No. 8 of 1999 concerning consumer protection at PT. Hj. Warni Niode Palu, as well as to know and understand the process of resolving disputes related to this default through ADR (Alternative Dispute Resolution), namely dispute resolution outside the court. This type of research is a normative-empirical research, namely research conducted by conducting field research, and using a quantitative approach to primary data and secondary data. Primary data includes interviews with the parties concerned, namely PT. Hj. Warni Niode Palu as a provider of transportation services and service users (consumers) and secondary data includes a search of the literature as a support for the main data. Based on the results of the study, the researchers concluded that the responsibility of the Freight Forwarding Services of PT. Hj. Warni Niode is based on Article 7 letter F of Law no. 8 of 1999 concerning Consumer Protection, namely the provision of compensation for compensation for traded services, has proven to be not optimal, PT. Hj. Warni Niode does not provide compensation in accordance with the amount of losses suffered by PT. Sari Jasa. Therefore, PT. Hj. Warni Niode was declared in default because it was not in accordance with what had been agreed upon and mutually agreed upon. The solution sought is a settlement through Alternative Dispute Resolution (ADR), especially mediation, as an efficient and fair way of resolving disputes between PT. Hj. Warni Niode and PT. Sari Jasa to avoid time-consuming litigation.

Work agreement for a certain period of time (PKWT) is one of the provisions that underwent changes after the enactment of the Cipta Kerja Law where there was a provision for compensation for PKWT workers and the PKWT period was changed to a maximum of 5 years. Thus, the purpose of this study is to find out how the implementation of PKWT in Radiant Utama Company and to find out about the company's responsibility to PKWT workers related to compensation after the Cipta Kerja law.This study uses a normative juridical method with a statutory approach and a conceptual approach. The data used is secondary data consisting of primary legal materials, secondary legal materials and tertiary legal materials. The result of this research is the implementation of PKWT at PT. Radiant Utama, after the enactment of the Cipta Kerja Law, the implementation of the PKWT is in accordance with what is stipulated in the Cipta Kerja Law and Government Regulation Number 35 of 2021 concerning Work Agreements for a Certain Time. But PKWT at PT. Radiant Utama there are several weaknesses related to not being listed in the PKWT agreement regarding dispute resolution, the party representing the company PT. Radian in the PKWT agreement was represented by the Human Resources and General Affairs Dept. Head (HR & GA Dept. Head) as the first party. However, it was not explained based on a power of attorney from the Board of Directors of PT. Radiant and Inside.While related to corporate responsibility. then PT. Radiant Utama has carried out its responsibilities as a company to provide compensation as stipulated in Article 16 paragraph 1 of Government Regulation No. 35 of 2021 regarding the amount of compensation. Other company responsibilities that have been carried out are related to providing wages and benefits as well as the company's responsibility to provide Employment Insurance and Health Insurance.

This study aims to determine the effect of leadership, workload, and compensation on employee turnover intention. This type of research is quantitative, and the analysis used involves associations with a quantitative approach. Research conducted at PT. Natura Laboratoria Prima. The study results show that leadership has a detrimental and important impact on the intention to change jobs. The superior leadership proportionally reduces the intention to change jobs. The workload level positively and significantly impacts the intention to change jobs. The greater the workload, the higher the intention to change jobs. Compensation has an adverse and important impact on the intention to change jobs employees of PT. Natura Laboratoria Prima, meaning that the higher the compensation, the lower the turnover intention.

Objectives and targets that can be achieved for each study. There are objectives to be achieved, including: To determine the effect of mudharabah financing to boost BMT Al-Istiqomah Maleber Ciamis income, To determine the effect of musyarakah financing on increasing BMT Al-Istiqomah Maleber Ciamis income, and to determine the effect of Mudharabah and musyarakah financing on increasing income of BMT Al-Istiqamah Maleber Ciamis. The scientific approach to obtaining data for a specific purpose is the research method. Quantitative statistical methods are used in this study. The results of this study This study shows that (1) revenue growth is significantly and positively affected by Mudharabah financing. It can even be said that the higher the mudharab support, the higher the compensation for BMT Al-Istiqamah Maleber Ciamis. (2) The consequences of the review show that the musyarakah monetary variable influences salary development. As a result, musyarakah funds can be said to increase the income of BMT Al-Istiqamah Maleber Ciamis. (3) Mudharabah and musyaraq financing simultaneously have a significant positive impact on income.

This study aims to determine the effect of compensation and the environment simultaneously on employee motivation at CV. Nuri City of Tasikmalaya. The effect of organizational culture and job satisfaction partially on employee performance at CV. SPP Corporation. The method used in this research is quantitative with a survey approach. With a research sample of 40 people as respondents to CV. Nuri City of Tasikmalaya based on 40 known population data. The data used is primary data. The analytical tool used in this study is multiple linear regression using the SPSS support application version 25. The results of simultaneous testing of compensation and the environment have a significant effect on employee motivation The results of partial testing of compensation variables have a significant effect on employee motivation, as well as environmental variables that have a partial significant effect on employee motivation.

This research aims to examine the effects of compensation, work discipline, and motivation on employee productivity in PT Fimaha Serang. The study utilized a multiple linear regression analysis to investigate the relationships between the independent variables (compensation, work discipline, and motivation) and the dependent variable (employee productivity). Data was collected from 50 employees working in the production department, and a structured questionnaire was used for data collection. The findings indicated that work discipline had a significant and positive impact on employee productivity, while compensation and motivation showed positive effects, but their contributions were weaker and did not reach statistical significance at the 0.05 level. This study highlights the importance of work discipline in enhancing employee productivity and suggests that further investigation is needed to understand the roles of compensation and motivation in improving employee performance. These findings provide valuable insights for PT Fimaha Serang in optimizing factors that can boost employee productivity, particularly by emphasizing the importance of maintaining and improving work discipline. Further analysis and consideration are recommended when formulating compensation and motivation policies to enhance overall employee productivity.

The purpose of this study was to find out and analyze the effect of compensation, supervision and employee performance on Banjar Waterpark regional companies. The research method used was a survey method with a quantitative approach, the sample of this study was 40 respondents who took a questionnaire. Sampling used saturated sampling technique and the method of analysis used was multiple linear regression analysis using SPSS 25 software. Based on the research results, the variables of compensation, supervision and employee performance are included in the good classification. The test results show that compensation partially has a significant effect on performance and supervision partially has a significant effect on performance. Simultaneously compensation and supervision have a significant effect on employee performance at Banjar Waterpark Regional Company.  

The purpose of this study is to analyze the effect of compensation, motivation, communication and workload on employee morale. This type of research is a quantitative approach using survey methods. Sources of data used are primary data and secondary data. The population in this study are employees of PT XYZ. The number of samples used were 103 employees. The sampling technique uses probability sampling with simple random sampling or simple random sampling. Data collection techniques using a questionnaire. Data analysis in this study used descriptive analysis, multiple linear regression test, t test, f test and coefficient of determination test. The results showed that compensation has a significant effect on morale, motivation has a significant influence on morale, communication has a significant influence on morale and workload has a significant influence on employee morale at PT XYZ. Simultaneously compensation, motivation, communication and workload have a significant influence on employee morale.

The aim of the research is to determine the impact of compensation, motivation and discipline variables on employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar, South Sulawesi Province. And to find out what variables have the most impact on employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar, South Sulawesi Province. The research methods used are quantitative and qualitative research methods. The research results obtained simultaneously show that discipline, motivation and compensation factors have a significant effect on employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar. Partially, discipline, motivation and compensation factors significantly influence employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar. Partially, compensation factors have a dominant influence on employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar.

This study aims to determine the effect simultaneously and partially of Compensation and Work Discipline on Employee Performance at the Cahya Fajar Car Repair Shop, Magelang. The research method used in this study is to use quantitative research methods with a census approach. The population in this study were 44 employees of the Cahya Fajar Car Repair Shop. The type of data used in this study is primary data obtained through questionnaires. The data testing technique used in this study uses the validity test, reliability test and classic assumption test. Data analysis in this study used multiple regression analysis using SPSS software version 25. The results of the study show that compensation and work discipline simultaneously have a significant effect on employee performance at the Cahya Fajar Magelang Car Workshop. Partial compensation has a significant effect on employee performance at the Cahya Fajar Car Repair Shop, Magelang. Work Discipline partially has a significant effect on Employee Performance at the Cahya Fajar Car Repair Shop, Magelang.

A gift is a present made voluntarily by someone to another person without compensation or expecting anything in return except to get closer to Allah SWT, which results in the transfer of ownership from the giver to the person given. Giving gifts is a natural thing in deposits in Islamic financial institutions that use the wadi>`ah yad d}ama>nah contract. Therefore, this study analyzes the giving of prizes to Simjakasya products with prizes at the beginning based on the DSN-MUI Fatwa Number 86/DSN-MUI/XII/2012 concerning Prizes in Fundraising for Islamic Financial Institutions at BMT NU Ngasem, East Java. This research is a type of field research using qualitative methods. The data sources used are ptimer data sources and secondary data sources. Methods of data collection by way of observation, interviews, and documentation. The research location is at BMT NU Ngasem, East Java. The results of this study indicate that the concept of giving gifts in Simjakasya products with early prizes at BMT NU Ngasem, East Java, there are several things that conflict with the DSN-MUI Fatwa Number 86/DSN-MUI/XII/2012 concerning Prizes in Fundraising for Islamic Financial Institutions. These things are the types of gifts that have been determined and promised beforehand, as well as the custom of BMT to use this concept in every transaction which is a form of custom.

The background of this research is the work productivity of CV Hurip employees, which fluctuates, where there is an increase and there is also a decrease. Employees lack the ability to complete the job. Employees lack the ability to improve work results achieved. Employees do not prioritize quality. The leadership of CV Hurip is responsible, wise, able to manage, direct, influence and understand the wishes of employees. Leaders are able to overcome the problems currently faced by employees. Leaders provide compensation for each employee is still lacking. Thus, the purpose of this study is to know and analyze the influence of leadership patterns on the work productivity of CV Hurip employees in Ciamis Regency. Knowing and analyzing the influence of corporate culture on the work productivity of CV Hurip employees in Ciamis Regency. Knowing and analyzing the influence of leadership patterns and corporate culture on the work productivity of CV Hurip employees in Ciamis Regency. This type of research is an explanatory survey while the data analysis technique is descriptive statistics. Based on the results of the study it was concluded that the pattern of leadership tends to be high, as well as high employee work productivity. This indicates a strong influence of leadership patterns on employee work productivity. This means that if the pattern of leadership increases, it will be followed by an increase in employee work productivity. Company culture tends to be high, as well as high employee work productivity. This indicates a strong influence of corporate culture on employee productivity . This means that if the company's culture increases, it will be followed by an increase in employee work productivity. Leadership patterns and corporate culture tend to be high, as well as high employee work productivity. This indicates a strong influence of leadership patterns and corporate culture on employee productivity. This means that if the pattern of leadership and corporate culture increases, it will be followed by an increase in employee productivity

This study aims to determine the effect of compensation, work discipline, turnover intention on the performance of employees of the Bima City Business Development Cooperative. The approach used in this research is using an associative approach. The sample in this research is 32 respondents. Data collection techniques used are observation, questionnaires, and literature study. The data analysis techniques used were validity and reliability tests, classical assumption tests, multiple linear regression analysis, correlation coefficients, coefficients of determination, t tests, and F tests processed using the Statistical Product and Service Solution (SPSS) version 20 program. The results showed that compensation (X1), work discipline (X2) and turnover intention (X3) simultaneously have a significant effect on the performance of employees of the Bima City Business Development Cooperative. with an effect of 66.8%.

The Purpose Of This Study Was To Determine The Effect Of Competence, Compensation, Work Stress And Work Conflict On Satisfaction Among Female Employees In Surakarta. The Population In This Study Are Female Employees Who Work In The City Of Surakarta. The Sample In This Study Amounted To 97 Respondents, The Sampling Technique Used In This Study Was Purposive Sampling. The Data Analysis Method Used Is The Multiple Regression Test Which Consists Of The F Test, T Test And The Coefficient Of Determination. The Results Of The Simultaneous Study (Test F) Show That There Is A Positive And Significant Influence Between Competence, Compensation, Work Conflict, Job Stress On Job Satisfaction. Partial Test Results (T Test) Obtained Competence Has A Positive And Significant Effect On Job Satisfaction, Compensation Has A Positive And Significant Effect On Job Satisfaction, Work Conflict Has A Positive And Significant Effect On Job Satisfaction, Job Stress Has A Positive And Significant Effect On Job Satisfaction.

The main goal of working human resources is to get compensation, but there are times when compensation and workload are often unequal. For this reason, this research was conducted, in order to find out how much influence compensation and workload have on workers' satisfaction, especially contract workers and other workers, who expect a daily salary, because the workers' compensation system is usually daily, and depends on how many jobs they get. carried out by the worker. This study uses a quantitative method with several tests namely reliability analysis, classical assumption deviation test, and linear regression. The t value of the compensation variable (X1) is -0.859, thus t count < t table, then Ho is accepted and H1 is rejected, which means that the compensation variable (X1) has no significant effect on employee job satisfaction. The t value of the workload variable (X2) is 1.116, thus t count <t table, then Ho is accepted and H1 is rejected which means that the workload variable (X2) has no significant effect on employee job satisfaction. In the Anovab table, the calculated F value is 0.656 while the F table value is 3.26. Thus F count < F table means that the compensation and workload variables have no significant effect on job satisfaction at PT. Socfindo Matapao. The coefficient of determination (R2) value of the regression result is 0.038 meaning that compensation and workload contribute to the influence on job satisfaction of employees of PT. Socfindo Matapao of 3.8% This result is the result of (R2 x 100%), while the remaining 86.2% is influenced by other variables not examined in this study.

The purpose of this research is to find out and explain whether there is an influence between the variables of intrinsic motivation, work discipline, work facilities, and financial compensation on the performance of employees of CV. Alrava Albasia. The population used in this research is all employees of CV. Alrava Albasia, numbering 80 people. A sample of 80 people and using saturated sampling technique. The analysis technique used is validity test, reliability test, normality test, multicollinearity test, hetoroscedasticity test, autocorrelation test, multiple linear regression analysis, t test (partial), F test (simultaneous). From the results of the study it was obtained that partially there is a significant influence between intrinsic motivation on employee performance, this can be seen from the significant value t of 0.012 <0.05 work discipline has a significant influence on employee performance with a significant value of 0.005 <0.05 work facilities has a significant influence on employee performance with a significant value of 0.010 <0.05 financial compensation has a significant influence on employee performance with a significant value of 0.000 <0.05. Intrinsic motivation, work discipline, work facilities and financial compensation simultaneously affect the performance of CV employees. Alrava Albasia with a significant F value of 0.000<0.05.    

Unauthorized communication interception constitutes a violation of privacy rights protected by the constitution and human rights principles. The development of digital technology has increased the potential for illegal interception of public communications and personal data. This study aims to analyze the forms of legal protection for victims of illegal communication wiretapping and the effectiveness of Indonesian positive law in providing remedies for victims. The research employed a normative juridical method using statutory and conceptual approaches. Legal materials were collected through library research consisting of primary, secondary, and tertiary legal sources. The results indicate that legal protection for victims of illegal wiretapping has been regulated under the Electronic Information and Transactions Law and the Personal Data Protection Law. However, the implementation of such protection still faces several challenges, particularly related to digital evidence, low public cybersecurity literacy, and the lack of optimal compensation mechanisms for victims. Existing legal protection remains more focused on punishing offenders rather than comprehensively restoring victims’ rights. Therefore, regulatory harmonization and strengthening of privacy protection mechanisms are necessary to ensure more effective legal protection for victims of illegal wiretapping.